A survey by Contract Recruiter found that only 19 percent of new hires go on to have success in their new positions. Those that failed often had attitude issues that were not revealed during the interview process.Medical practices that want to hire the best people may be asking the wrong questions, says Alex Zlatin, MBA, CEO of Maxim Software Systems. Here are six tips to help you find the right candidate.
Make it a two-way conversation
Configure the interview in a nontraditional, informal way to gain insight into the candidate’s personality. Avoid a rigid question-and-answer format that can limit both sides and focus instead on creating a two-way conversation and inviting them to ask plenty of questions.
Flip their resume upside down
Ask the candidate something about themselves that isn’t on their resume or cover letter. See how creatively they think and whether they stay calm.
Ask open-ended questions
Ask questions about how they made a difference in certain situations at their past company. Present a hypothetical situation and ask how they would respond.
Don’t ask cliched questions
Don’t ask questions like “Where do you see yourself in five years?” or “Why do you want to work for this company?” Candidates rehearse these answers and many responses are similar, making it difficult to differentiate potential employees. Traditional interview questions often lead to candidates telling interviewers what the candidate thinks the company wants to hear.
Learn from the candidate’s questions
The questions the candidate asks can indicate how deeply they’ve studied the company and how interested they really are. A good candidate will use questions to learn about the position, the company and the boss to assess whether it’s the right job for them.
Don’t take copious notes
The tendency by interviewers to write down the candidate’s answers and other observations is an obstacle to building a solid two-way conversation because it removes the crucial element of eye contact.
